The Strength of Weak Enforcement: The Impact of Discrimination Charges, Legal Environments, and Organizational Conditions on Workplace Segregation
The Strength of Weak Enforcement: The Impact of Discrimination Charges, Legal Environments, and Organizational Conditions on Workplace Segregation
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执法不力的力量：歧视指控、法律环境和组织条件对工作场所隔离的影响
DOI：
10.1177/000312240907400205
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发表时间：
2009
影响因子：
9.1
通讯作者：
Kevin Stainback
中科院分区：
文献类型：
--
作者：
C. Hirsh;E. Hirsh;P. Burstein;Jennifer R. Edwards;L. Hargens;Sabino Kornrich;B. Pettit;Kevin Stainback
许多研究考察了平等就业机会(EEO)法律带来的组织变化，但尚不清楚被正式指控犯有就业歧视并被发现违反平等就业机会法律的机构是否真的改善了女性和少数族裔的工作条件。基于组织对法律干预的反应的经济和制度描述，本文评估了歧视指控及其决议对1990年至2002年按性别和种族划分的机构级职业隔离变化的影响。利用与歧视收费数据相匹配的全国随机抽样工作机构的数据，我研究了收费对工作场所的直接影响，以及机构在其法律和组织环境中面临的间接压力。在性别隔离方面，我发现机构在受到直接针对他们的歧视指控后，并没有取消种族隔离，但他们确实对工业领域和法律环境中平等就业条例的执行做出了回应。对于种族隔离，组织因素--而不是法律干预--是取消种族隔离的主要预测因素。在一定程度上，平等就业机会条例的执行鼓励组织变革，它间接地做到了这一点，通过机构的行业和法律环境运作。
Much research examines the organizational changes brought by equal employment opportunity (EEO) law, but it remains unclear whether establishments formally charged with employment discrimination and found in violation of EEO laws actually improve workplace conditions for women and racial minorities. Building on economic and institutional accounts of organizational responses to legal intervention, this article assesses the effects of discrimination charges and their resolutions on changes in establishment-level occupational segregation by sex and race from 1990 to 2002. Using data from a national random sample of work establishments matched to discriminationcharge data, I examine the direct impact of charges on workplaces, as well as the indirect pressures that establishments experience in their legal and organizational environments. For sex segregation, I find that establishments do not desegregate in the wake of discrimination charges filed directly against them, but they do respond to EEO enforcement in their industrial fields and legal environments. For race segregation, organizational factors—rather than legal intervention—are the primary predictors of desegregation. To the extent that EEO enforcement encourages organizational change, it does so indirectly, operating through establishments' industrial and legal environments.